Post by jakir12 on Feb 15, 2024 7:00:38 GMT
In recent decades, significant efforts have been made to promote gender equality, one of the goals set in the Sustainable Development Goals (SDGs) . However, in the business world, the underrepresentation of women in management positions continues to be a worrying reality, according to The Conversation . In both Canada and the United States, the proportion of women at the highest levels of the hierarchy of large organizations barely exceeds 5%. This situation raises questions about the need for governments and business leaders to implement effective strategies to change this landscape. Cultural biases persist The study Diversity in C-suite: The grim state of diversity among Fortune 100 senior executives (2021), conducted by Stanford University professors David F. and Brian , sheds light on this issue.
The objective was clear and forceful: to analyze the potential of women and members of cultural communities to access CEO positions in the top 100 companies in the United States. The results reveal information about the complex dynamics that continue to exist in the business world. Only 25% of women hold positions that report directly to a CEO, which translates to a significantly low percentage in terms of Italy Email List representation at the highest levels of decision-making. Furthermore, women have a limited presence in areas with high promotion potential, such as: Operations (15%). Financial services (14%). Legal services (35%). On the other hand, the areas that offer fewer opportunities to access the CEO position are occupied to a greater extent by women, such as human resources, risk management and communications departments.
The greater presence of women in these support functions illustrates the labyrinth of leadership, that is, the complex and dead-end detours that women face in their careers due to stereotypes, prejudices and family responsibilities that they continue to assume alone, despite sharing better these functions with their male partners. Women remain underrepresented at management level Gender discrimination factors To understand why, after decades of efforts to increase female representation in decision-making departments, so few women continue to gain access to these management positions, the study identifies three sources of indirect discrimination: Lack of experience as a discriminatory criterion: One of the barriers that women face on their way to leadership positions is the importance given to previous experience as CEO or in similar roles. This means that candidates with a history of experience in senior management positions tend to be selected.
The objective was clear and forceful: to analyze the potential of women and members of cultural communities to access CEO positions in the top 100 companies in the United States. The results reveal information about the complex dynamics that continue to exist in the business world. Only 25% of women hold positions that report directly to a CEO, which translates to a significantly low percentage in terms of Italy Email List representation at the highest levels of decision-making. Furthermore, women have a limited presence in areas with high promotion potential, such as: Operations (15%). Financial services (14%). Legal services (35%). On the other hand, the areas that offer fewer opportunities to access the CEO position are occupied to a greater extent by women, such as human resources, risk management and communications departments.
The greater presence of women in these support functions illustrates the labyrinth of leadership, that is, the complex and dead-end detours that women face in their careers due to stereotypes, prejudices and family responsibilities that they continue to assume alone, despite sharing better these functions with their male partners. Women remain underrepresented at management level Gender discrimination factors To understand why, after decades of efforts to increase female representation in decision-making departments, so few women continue to gain access to these management positions, the study identifies three sources of indirect discrimination: Lack of experience as a discriminatory criterion: One of the barriers that women face on their way to leadership positions is the importance given to previous experience as CEO or in similar roles. This means that candidates with a history of experience in senior management positions tend to be selected.
